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The needs and interests of employees can provide valuable information to help guide your program's design and activities. Consider taking advantage of opportunities for employee input
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A poor diet is an underlying factor in the development of many health conditions. Making healthy food available at work is one way to encourage employees to eat a healthy diet.
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Employees gain health benefits by adding moderate physical activity to their day. A StairWELL for Better Health is an easy and inexpensive way to encourage employees to be more active.
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Many Americans find it difficult to increase their consumption of a variety of fruits and vegetables. Employers can help by making affordable produce more accessible at the workplace.
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The Community Guide provides evidence-based recommendations for population-based public health interventions, including some topics that are relevant to work force health promotion.
Images of The Guide to Community Preventive Services.
Limited funding is often one of the biggest challenges facing work force health promotion programs. Consider exploring external funding opportunities to expand your available resources.
Preventive health screenings, like hypertension screenings, are important and cost-effective health promotion activities.
There are many continuing education opportunities for those who want to expand their skills and knowledge in work force health promotion topics.
Health observances are days, weeks, or months devoted to promoting particular health concerns. Consider sponsoring events and activities around specific health observances.
Nearly half (47%) of working mothers return to work full-time within six months of giving birth. Lactation (breastfeeding) support in the workplace benefits both employer and employee.
Surgeon General Reports provide science-based information on timely public health issues. For example, Surgeon General reports on the adverse health consequences of smoking triggered nationwide efforts to prevent tobacco use.
Healthy People 2010 is a set of health objectives for the United States to achieve over the first decade of the new century. These objectives include two worksite-specific and worksite-related goals.

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Evaluating Success

Formally evaluating the operation of your garden market is an ongoing activity that is needed to ensure the continued success of your market and to identify areas for improvement. Employee input can be as valuable in this phase as it is in your initial assessment and planning phases.

Consider the following suggestions for evaluating the operation of a garden market:

Plan evaluations early. Determine when the evaluations will be conducted and how data will be collected.

Determine what approvals may be needed for data collection. For example, federal agencies are regulated and Office of Management and Budget (OMB) approval may be needed. If your assessment is part of a research project, you need to check with the appropriate Institutional Review Board (IRB) to determine what approval will be needed.

Consider holding follow-up focus groups to assess the operation of the garden market. For more information on developing and conducting focus groups, see the following resources:

Work with the vendor to gather data about sales and attendance. Are sales decreasing, holding steady, or increasing? Have sales been affected by the weather? Have there been compliments or complaints from employees?

Consider formally or informally surveying employees while they are shopping at the garden market.